MSD Leadership Consultants, Inc.

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Bad Bosses – Did You Ever Notice How Many Bad Bosses There Are? Maybe Not in Your Organization, But Perhaps in Other Organizations You’re Familiar With. And did you ever wonder how they got there? Well, there is a reason for this, and it is scientifically based. A major study was conducted some time ago on the topic of effective /successful managers. The study included two groups of managers.   EFFECTIVE/INEFFECTIVE MANAGERS: The Effective Group. This group included managers who were very effective leaders. They engaged, inspired, motivated, and produced positive, consistent results. The Less Effective Group included managers who were less effective. These managers were just so-so leaders who produced inconsistent results.   SUCCESSFUL / UNSUCCESSFUL MANAGERS: The Successful Group. This group included managers who were able to get promoted to higher lever positions. The less successful group included managers who were unsuccessful in getting promoted on a timely basis.   MAJOR FINDING: There were more ineffective managers among those who were successful than effective managers. In other words, ineffective managers were more willing to learn and apply skills required to get ahead, than the effective ones. The effective ones believe if they were good leaders, they would eventually be discovered, recognized, and selected to advance to higher level positions. Wrong assumption!   So, it boils down to this: There are more successful, ineffective managers out there than there are successful, effective managers. The percentage is as follows: Effective and successful managers: Approximately 20 - 30 percent. Ineffective and successful managers: Approximately 70 - 80 percent.   IT IS ALL ABOUT IMPRESSION MANAGEMENT. If an effective leaders wants to move ON to a HIGHER-LEVEL position, that leader had better learn about the skill set INCLUDED IN IMPRESSION MANAGEMENT.   And that is why we include impression management as part of our Executive Leadership Presence Coaching program.

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YOU MAY AS WELL GET A CHAIR! IF YOU ARE WAITING FOR A LEADERSHIP PROMOTION, IT IS MORE OF A MARATHON THAN IT IS A DASH. I KNOW, BECAUSE I HAVE BEEN HELPING LEADERS ADVANCE OVER 30 YEARS THROUGH MY EXECUTIVE COACHING.   I also know this – you have probably seen less deserving, and less talented peers get promoted ahead of you. And I know how disappointing and frustrating this has been for you. Also know this: You have a better chance of getting promoted through my executive coaching program than you do just waiting to be discovered and promoted on your own.   There are two types of leaders: Those who wait to be discovered, and those who take the initiative. If you deserve a promotion to a higher level, here is a suggestion.   Ask your boss to be enrolled in our Executive Leadership Presence Leadership Coaching Program. This is one of the few coaching programs available that focuses both on helping you become a better leader and concurrently helping you get your leadership promotion. But in asking your boss, say nothing about wanting a promotion. That is between you and me. EXECUTIVE LEADERSHIP PRESENCE COACHING Not many executive coaching programs for key managers/executives include career development and advancement strategies. Our executive coaching program focuses both on improving leadership performance and on important career factors like: WHERE ARE YOU NOW? WHERE DO YOU WANT TO GO? AND HOW ARE YOUR GOING TO GET THERE? The difference between being effective and being successful: Studies show that managers can be effective leaders and yet be unsuccessful in getting promoted to higher level positions. And, there are less effective leaders who learn and know the career strategies for getting promoted.   If this is you, you need our program which includes these strategies for getting ahead. No one will show you. You must take the lead or languish in your current position. We can have a private conversation about your current situation. It is private and confidential. No one will know. There is NO Charge. Just briefly outline your current position in your company (don’t mention company name) and I will determine how and if I can help and we can have a private conference call. If I think you are a good match, we can discuss how to get your company to sponsor in the program. I do not work for individuals, only companies. Email me at stan.truskie@msdlead.org to set up a call.  

My Executive Presence Coaching Focuses on Stated Outcomes, and Does Not Utilize the Non-Directive Questioning Approach. Executive Coaching: ‘The Non-Directive Questioning Approach - Does it Work Anymore? Excerpt “Traditional executive coaching remains committed to a "non directive questioning" approach. Non directive questioning in executive coaching borrows from numerous therapeutic techniques including elements of cognitive behavioral therapy.   At the risk of oversimplifying, this approach assumes that: a) the answers to a client's attitudes lie within, and b) that by sticking with questions (rather than attempting to advise), the coach can help the client re-frame and reconsider approaches, ask themselves why they respond to different relationships in certain ways, and adjust how they process the world around them. Over time, the client internalizes these patterns of questioning and establishes a portable toolkit for self-awareness, self-discovery, and self-regulation. There is nothing wrong, per se, with this approach. But it is not sufficient for the leadership demands of 2030. These last few years have driven, by some estimates, a full generation of business change. Executives today are dealing with problem sets that are not only new to them personally, but that are new to business collectively around the planet. The pace is frenetic, the expectation for leaders to keep up is relentless and many of the new demands are paradoxical. Against this backdrop, non-directive questioning as a stand-alone technique does not address today's contextual challenges, nor is it sufficiently focused on outcomes.”   By David Reimer SHRM Summer 2003 Digital Edition

Executive Coaching: ‘The Non-Directive Questioning Approach - Does it Work Anymore? Excerpt “Traditional executive coaching remains committed to a "non directive questioning" approach. Non directive questioning in executive coaching borrows from numerous therapeutic techniques including elements of cognitive behavioral therapy.   At the risk of oversimplifying, this approach assumes that: a) the answers to a client's attitudes lie within, and b) that by sticking with questions (rather than attempting to advise), the coach can help the client re-frame and reconsider approaches, ask themselves why they respond to different relationships in certain ways, and adjust how they process the world around them. Over time, the client internalizes these patterns of questioning and establishes a portable toolkit for self-awareness, self-discovery, and self-regulation. There is nothing wrong, per se, with this approach. But it is not sufficient for the leadership demands of 2030. These last few years have driven, by some estimates, a full generation of business change. Executives today are dealing with problem sets that are not only new to them personally, but that are new to business collectively around the planet. The pace is frenetic, the expectation for leaders to keep up is relentless and many of the new demands are paradoxical. Against this backdrop, non-directive questioning as a stand-alone technique does not address today's contextual challenges, nor is it sufficiently focused on outcomes.”   By David Reimer SHRM Summer 2003 Digital Edition

I am recruiting a small group of CEO's, Senior Executives, and HR Executives from my LinkedIn connections numbering over 7500. No fees and no obligations. I have found that a network of over 7500 connections is impersonal and quite frankly, of little value to my connections. I call this my Executive Learning and Development group. It is for executives who are continuous learners and what to continue to learn, grow and develop. By being a member of the group, you will periodically receive Executive Leadership tips and advice I share with my Senior Executives Coachees and HR Leaders. This information is based on my leadership research, teaching, executive coaching, and writings (I have published over 80 LinkedIn Posts and Articles). This information will be written in an executive summary format to keep your reading time to a minimum. I will also act as your sounding board. If you need an outsider's perspective on a critical issue or challenge, I am available to offer my advice and assistance, at no cost or obligation to your organization. If it is highly confidential, you will be able to email me to set up a private conversation, again at not cost or obligation to your organization. Joining is no big deal. Just let me know if you are interested through the replay message and I will determine if you are a good fit for the group.

Can Your Leadership Career Afford for You to Be Stuck in This Same Position? DO YOU WANT TO BE AN EFFECTIVE LEADER AND MOVE UP? Key Manager / Executive Coaching Improve Your Leadership - And Move UP! EXECUTIVE LEADERSHIP PRESENCE COACHING Not many executive coaching programs for key managers/executives include career development and advancement strategies. Our executive coaching program focuses both on improving leadership performance and on important career factors like: WHERE ARE YOU NOW? WHERE DO YOU WANT TO GO? AND HOW ARE YOUR GOING TO GET THERE? The difference between being effective and being successful: Studies show that managers can be effective leaders and yet be unsuccessful in getting promoted to higher level positions. If this is you, you need our program which includes strategies for getting ahead. No one will show you. You must take the lead or languish in your current position. We can have a private conversation about your current situation. Email me at stan.truskie@msdlead.org to set up a call.